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Bank of England

As the country's central bank, we play a fundamental role in the UK economy - ensuring monetary stability and contributing to financial stability. Our work is challenging, high profile, and truly fascinating. It has an impact on the entire nation. Choose a career with us and you will have the chance to make a difference.

We set interest rates to keep inflation low to preserve the value of your money. But this is only part of the story. Reform of the UK regulatory landscape has resulted in the Bank gaining significant new responsibilities. For example, the creation of the Prudential Regulation Authority (PRA) as part of the Bank of England, to promote the safety and soundness of banks and insurance companies.

Meeting our challenges takes innovative thinking, cutting-edge technology and, above all, an intensely collaborative approach. We work in close partnership with external bodies throughout the public and private sectors. And as all that we do is focused on public policy and the wider public good, there's a real feeling of shared purpose. This brings our people together, and has created a supportive culture where knowledge sharing is a way of life.

As a large, complex and diverse organisation, we offer everything from internships to PhD programmes in a wide range of areas - all designed to give talented people the best start to their career with us. We have opportunities for talented individuals to join us as:

  • First Degree Graduates
  • IT Graduates
  • Postgraduates
  • PhD Economists
  • Gap Year and Interns
  • Initial Entry Scheme

Upon joining, many people are surprised by just how friendly, welcoming, and open our environment is. It's not the only surprising thing about us. So take a closer look, and see the Bank differently.

Initial Entry Scheme

Background

You probably already know that, as the UK's central bank, the Bank of England plays a fundamental role in the UK economy. We set interest rates and issue bank notes. Every day, we're engaged with work that has an impact on the entire nation and touches on every aspect of daily life.

But what might surprise you is that you don't need to be an economist, or even have a degree, to join us. If you're bright, ambitious and ready to learn, you could get started right away.

The Schemes

If you have a good academic record but have decided that university is not for you, the Bank can offer excellent opportunities to start building a successful long-term career through our Initial Entry Scheme.

Most Initial Entrants go into roles within Banking Services or Statistics and Regulatory Data Division. There may also be a small number of opportunities in other areas of the Bank. Whichever area you work in, you will be processing data whilst broadening your understanding of how the finance system operates. To succeed, you'll need the ability to work to high standards; including high levels of accuracy, even when working to tight deadlines.

Your development will begin on day one and you will follow a formal development programme for your first two and a half years, whilst receiving on-the-job training to ensure you get up to speed as quickly as possible. The development programme begins with the central induction, which aims to give you an overview of the Bank's main functions. It focuses on the 2 Core Purposes of Monetary and Financial Stability and includes a series of challenging interactive exercises complemented by sessions led by a range of senior, high profile members of the Bank including the Chief Cashier (who signs the Banknotes). This is further complemented by some skills sessions including a teambuilding day.

You can also expect to experience a variety of other learning activities including study for additional professional qualifications relevant to your role/the Bank, some of which can be studied for in-house and others through part time study. When you're ready, we'll encourage you to explore the many other career opportunities available across the Bank. Previous entrants have gone on to become Team Leaders, Technical Specialists and Senior Research Assistants. There's even the possibility of joining the Bank's Analyst Career Training scheme for graduates. What's more, you'll receive a competitive salary and an attractive range of benefits right from the start.

We're proud of our programmes, and we'd always rather talk about them face to face.

We run diversity based Insight Days, including a day specifically for students with disabilities. For more information, a full list of the days we are running and to find out how to apply please go here.

Our commitment

The Bank has been developing its work in equality, diversity and inclusion for over 25 years. The first equality policy was introduced in 1987 and our diversity strategy was launched in 2006.

The Bank?s effectiveness relies on the intelligence, experience and commitment of its people, and attracting, developing and retaining the best possible people across the Bank?s diverse range of functions is essential. To achieve this the Bank is committed to ensuring that employees (both potential and actual) are treated fairly, have a positive experience and feel able to contribute to the best of their ability. It is by focussing on these Equality, Diversity and Inclusion imperatives that allows us to deliver our objectives in the most efficient way.

Our success depends on having the best possible talent in all areas of our operations, working in an environment where new ideas and approaches contribute to our effectiveness. This means not only an inclusive approach to recruitment, encouraging people with diverse backgrounds, thinking and experience to join the Bank, but also providing a work environment which supports all staff in developing to their full potential. The Bank benefits enormously from flexible work arrangements that encourage talented people to join and stay, and a similar openness to different backgrounds and experience within the work environment is vital for the Bank?s success.

Disability

The Bank has actively pursued disability initiatives for several years, as a member of the Employers? Forum on Disability since 1990, as a recognised Two Ticks employer, and with an active disability network since 2008.

The Bank?s disability network includes staff with a disability or those who have an interest in disability. The purpose of the network is to promote and encourage awareness of disability matters. It aims to support staff with a disability by ensuring the Bank?s facilities, environment and polices are effective and accessible and by championing the value of disabled talent.

The network meets quarterly to discuss disability issues and to put forward any actions that are required. As well as this there is a regular network newsletter that members get involved in and is sent around the whole organization. There are also plenty of social activities across all of our diversity groups and there are plenty of social and sports clubs at the Bank that anyone can get involved in.

The network also has regular talks from outside speakers and in November 2012, the network co-sponsored a lunchtime seminar with Claire Harvey Captain of the Team GB Women?s Sitting Volleyball team who shared her experiences of adapting to life in a wheelchair and representing Great Britain in the London 2012 Paralympic Games.

The network is also pleased that both of the Bank?s charities of the year, as voted by employees, are championed by our members. The network plans to promote the work of The British Stammering Association and Crone?s and Colitis UK by hosting seminars to raise awareness of these conditions during the charity year.

During the recruitment process

As an organization that actively works to ensure equality, diversity and inclusion within our selection process and as a Two Ticks employer we are happy to make any reasonable adjustments that may be required by candidates.

We also understand that each individual is different and as such the adjustments we offer to candidates will be designed to work specifically for you. As standard we do offer extra time for all our timed tests and for preparation time during our group assessment but we are also happy to provide other reasonable adjustments that might be required (e.g. larger font)

An example of an adjustment we made this year was that a candidate declared a disability that affected their ability to easily travel to London for our first stage assessments. With this in mind we liaised directly with the candidate and their university to organise a room on campus and one of our recruiters travelled up to the university to facilitate their assessments.

Upon gaining employment

If you are successful and receive an offer all employees are required to fill in a medical questionnaire as part of our on-boarding process. This would be when you disclose any disability to our occupational health team who would then consult with you on adjustments in the workplace.

At this point we would also suggest you disclose to your manager to ensure they understand the appropriate adjustments that they may need to make.

Financial concerns

As an organisation we are always happy to provide reasonable adjustments and individuals do not need to worry about any financial concerns when it comes to these.

As an example a current member of Bank staff who has a speech impediment found out about a reputable private residential speech therapy course which could help him but was concerned about the cost. He spoke to Human Resources and his manager and they then agreed to give him special leave and pay the course costs. He has now learnt how to live with his stammer and regularly answers telephone calls on the Bank's Public Information and Enquiries Group.

Adjustments that have/can be made with us include:

As just one of the many examples of adjustments the bank provides a team leader who is visually impaired has had special screen reading software installed onto his computer which allows him to do his job effectively.

To ensure that he has a level playing field with his sighted colleagues another member of the section assists him throughout the day making sure that his work is well presented and provides him with any other general assistance he might require.

When to disclose to the Bank

At the Bank we encourage candidates to disclose as early as possible, as this really helps us understand what adjustments we can give, to ensure that all candidates go through a fair assessment process.

Especially as for our graduate and intern programmes we have an online test as part of the initial application process, which we can make adjustments for but only if an applicant discloses as soon as possible.

We would also suggest that candidates disclose as much as possible at every stage of the assessment so that we can ensure we are giving each individual the right adjustments for that assessment. E.g. If you required extra time for the online test do you also need this for our written paper are there any other adjustments that might help apart from the extra time?

Who receives it?

During the assessment process it will be our recruitment advisers who will be made aware of any disabilities.

Confidentiality

As with all personal data we ensure any information you give is confidential. The only people that are made aware of this are our recruitment advisers and assessors who you would be dealing with directly and as such may need to be aware of your adjustments.

Once the recruitment process is over we do not pass disability information on to managers unless requested to do so by the individual and it would be up to you to disclose during the on-boarding process. (See above)

Point of contact for disclosure and implementing adjustments

During the selection process you should disclose on your application form and email our recruitment team directly to discuss specific adjustments. Please log in or sign up to view contact details.